if you are an employee of an enterprise, what conditions can make you stay? Some people will say that it is a good development space, others will say that it is a satisfactory salary, but in any case, from the perspective of enterprises, it is part of the employee incentive mechanism. Then, the establishment of employee incentive mechanism has become the decisive factor for the good development of enterprises. The following is a brief discussion on the relevant content.
1 The present situation and reasons of Chinese catering enterprises
With the passage of time, China has been striving to be at the forefront of the world economy. In addition to the primary and secondary industries, the tertiary industry accounts for an increasing proportion in China's economy. Food, clothing, housing and transportation have always been closely related to the lives of ordinary people. With the fire of "China on the Tip of the Tongue", the matter of "eating" has gradually become a topic that people talk about. Then, under such macro and micro economic conditions, China's catering industry has always had drawbacks. From small restaurants to large-scale catering enterprises, there are problems such as strong personnel mobility, uneven quality and poor service attitude. So, what caused this phenomenon?
judging from the current labor composition, the post-71s and post-81s have become the mainstay of the industry, while the post-91s have become the main force in the industry. Perhaps, this society has always used "colored glasses" to look at the post-91s generation. They are non-mainstream, rebellious, love freedom and job-hopping. They are incompetent but demand high wages. Under various unequal conditions, it will inevitably lead to the flow of personnel.
from the perspective of management, poor communication between management and employees is also a problem in many hotels. In the current catering industry, most of the waiters are post-91 s, and their personality is not satisfied with management, and they resign and leave without a word. "If you don't leave me here, you have to leave me here." People who have such ideas abound.
from the perspective of catering management system, many enterprises lack a good employee incentive mechanism. We should pay attention to the reasonable needs of employees, reward and punish them moderately, and don't punish them blindly, which will only slack off the enthusiasm of employees. Under such circumstances, the importance of incentive mechanism is even more prominent.
2 the importance of incentive mechanism
David, the pioneer of human resource management? 9? Juric believes that those traditional competitive factors, such as cost, technology, distribution, manufacturing and product characteristics, can be copied sooner or later, and they cannot guarantee that you are the winner. Only people are uncontrollable factors, at the same time, talents are the most precious wealth of the company [1]. So, how to deploy good personnel? Many enterprises only pay attention to the interests of enterprises and seldom pay attention to the interests of employees. In the consciousness of many employees, they do not link their own interests with enterprises, but they are closely linked. How can enterprises and employees clearly understand this? Then it is necessary to establish a good employee reward mechanism. It requires enterprises to pay attention to employees' needs, think from employees' standpoint, combine with human nature's sustainable encouragement, and not become dictators of enterprises. It requires employees to contribute to the development of the enterprise and make long-term plans for their own career development, so that the incentive mechanism can retain talents for the enterprise and help the enterprise grow better.
3 Connotation and function of incentive mechanism
3.1 Connotation of incentive mechanism
Motivation is generally the degree of an organism's willingness to pursue certain established goals, and its purpose is to meet some needs of the organism. Incentive mechanism refers to the sum of the interaction between the incentive subject and the incentive object through incentive factors or incentives, which also refers to the sum of the internal relationship structure, operation mode and development and evolution law of enterprise incentives [1].
the incentive mechanism consists of two elements: first, find out what he needs, and then use it as the reward for the employee to complete the work. That is to say, we should put people first, think from the perspective of employees, and don't arbitrarily and unilaterally decide the needs of employees. Second, determine whether it is possible for him to finish the work. To put it simply, enterprises can consider the needs of employees, provided that employees have the ability to complete the work and meet the expectations of enterprises, instead of blindly meeting the requirements of employees.
3.2 the role of the incentive mechanism
the incentive mechanism can encourage the enthusiasm of employees and create greater value for the enterprise. Of course, the incentive mechanism is not only a reward, but also a punishment. The original intention of enterprises to set up incentive mechanism is to effectively mobilize the enthusiasm of employees through the operation of incentive mechanism. However, the uncontrollable factors of personnel determine that the incentive mechanism will not have a positive impact on everyone. For example, it is impossible for enterprises to make regulations to meet everyone's expectations. Some people are born out of control and want to do everything the other way around. Then, this punishment mechanism becomes an effective way to restrain them, so as not to make management disorderly.
4 Establishment of employee incentive mechanism in catering enterprises in China
4.1 Establishment of a unique assessment system
Now many enterprises are no longer paid "dead wages", and it is the money that works more or less a month, so the enthusiasm of employees can be imagined. Performance appraisal has become a new standard to measure wages. Under the premise of completing basic work, we should do more and get more, do less and get less, and do nothing. The assessment of management should be subdivided, not only to know how to manage, but also to assess innovation ability, employee satisfaction, customer satisfaction and so on [2]. Because now many management are also promoted step by step from waiters and vegetable delivery staff, and they must have a good reputation to serve the public. Let you make 51 parts a day, and make one more reward for 1 yuan, and let you make 51 parts a day, and make one less deduction for 1 yuan, which is more likely to make people motivated? Must be the former.
The famous McDonald's in the industry is a vivid example. In McDonald's, employees have a general belief: as long as they work hard, they will be guaranteed the corresponding status and remuneration.
4.2 Establish a good training mechanism
As mentioned earlier, the management comes from the grass-roots employees step by step, and the airborne management is not easy to convince the public. Many people serve in an enterprise, not only to support their families, but also to realize the ideal value of life. Then, providing employees with a space for self-development has become the standard for outstanding talents to choose a job, one of which is. Secondly, it takes costs for enterprises to train talents, and they are also employing people. Why not train them well and let them grow step by step, so that enterprises can develop longer and grow stronger. So, how to establish a good training mechanism?
first, provide training opportunities for employees. According to the time division, there should be training opportunities every month, every quarter, etc. Whether it is the experience of successful people or the study in successful enterprises, employees can learn valuable experience and knowledge. Second, treat every employee fairly. In addition to the excellent employees to constantly train and improve themselves and strive to become reserve cadres, ordinary employees should also have the opportunity to learn, so that the personnel quality of the whole enterprise is improving, and the gains that the enterprise can obtain can be imagined.
4.3 Establish flexible reward and punishment regulations
The incentive mechanism not only affects individuals, but also affects others around them. In a good incentive environment, we can give full play to the subjective initiative of employees and stimulate their potential [2]. This requires that the incentive mechanism of enterprises should be based on rewards and supplemented by punishment. First of all, rewards can be divided into material rewards and spiritual rewards. Material rewards include increasing employees' salary, living welfare, social insurance, bonus, housing, daily necessities, salary promotion, etc. For example, those who have made remarkable achievements and economic benefits in completing the company's work and tasks can be awarded 111-511 yuan, depending on the individual contribution value; If you put forward reasonable suggestions to the company, you can report praise at the staff meeting and so on. Secondly, punishment, the purpose of establishing punishment mechanism is to promote the better implementation of the company's rules and regulations and serious work discipline. Punishment methods can be divided into informed criticism, one-time fine, salary reduction, probation and dismissal. Reward and punishment can make employees work actively and obey the management of the company.
4.4 provide employees with enough room for promotion
It is a well-known truth that man struggles upwards and water flows downwards. For every aspiring young man, it is something to be proud of to be a leader in his industry. Therefore, catering enterprises should provide employees with a space to create self-worth [3].
first of all, we should treat them equally. A timekeeper can still be a manager if he does a good job. Is this possibility attractive? Nowadays, many college students work part-time and part-time jobs in their spare time. If they can work in such catering enterprises, will they be more motivated to work? Moreover, they will have to find jobs soon after graduation. If the odd-job enterprises give them opportunities for promotion, will they stay here to continue their services? For catering enterprises, a familiar old employee and training a new employee, everyone will choose the former.
5 Conclusion
"No rules can make Fiona Fang", and an enterprise must have its own rules if it wants to develop for a long time. Reasonable incentive mechanism is helpful to strengthen the cohesion of catering enterprises, improve the quality of employees and enhance the enthusiasm of employees. Catering enterprises should be able to consider problems from the standpoint of employees and formulate incentive mechanisms flexibly. At the same time, the open and transparent selection of talents will give everyone a chance to improve themselves, so as to retain talents, develop the scale of enterprises and develop for a long time.